標題: A systematic approach to personnel selection [打印本頁] 作者: ayshakhatunasha 時間: 2024-11-10 12:43 標題: A systematic approach to personnel selection Discipline and order are the key to success. High-quality and effective solutions to customer requests are possible only in the case of clear, systematic work, guaranteeing high-quality service according to the company's regulations.
What is a system if not an orderly and logical sequence of actions that leads us to the desired goal? In this case, the desired goal is hiring the right candidate, the necessary chain of actions will be presented and described below.
The importance of correctly formulating the search objective
As prosaic as it may sound, it is difficult to find a black cat in a dark room, especially if it is not there. In order to search for a person, we must clearly know and understand that he:
A) exists;
B) represents a clear and comprehensive portrait of the sought-after candidate
When forming search criteria, we sometimes have to immediately bring the client down to earth, opening his eyes to the fact that he is looking for a person with diametrically opposed qualities. Alas, no matter how much many would like to have an employee on staff who combines the perseverance of an introvert and extrovert sociability, capable of meticulous paper reports and dozens of cold calls, it is unlikely that you will be able to get such a person. Let's not deny that such people exist, but they clearly understand their value in the labor market. Will such a genius be affordable for an employer? I suggest lowering the bar of requirements, making them objective and truly necessary.
Formation of search objectives virtual phone number service when selecting personnel
The client is always right. However, it is possible and necessary to explain to him that overstating the requirements will cost a lot. Convey to the employer the importance of a clear understanding of what he needs. This will save both money and time. Be not just a recruiter who blindly searches for a jack of all trades according to the given parameters, without delving into the essence. I urge you to be real professionals who sincerely understand the task and squeeze out the most effective way of solving it.
We come to the conclusion that the first step of a systematic approach is a description of the required employee. Laconicism is of no use here, we must fully and completely understand what we are talking about, have the knowledge to be able to convey to the applicant all the smallest details. In the case of a complete understanding of the situation, the probability that the search and entry into work of a new employee will be successful increases many times over.
You should have a description of not only the applicant's future responsibilities, but also all the details of his working conditions: exact salary figures (lower and upper limits), KPI, social benefits, employee development prospects, company reputation, and corporate culture features. Having the maximum amount of information, you will be able to immediately satisfy all the applicant's questions and quickly bring him up to speed.
Ask the client questions, get detailed answers, analyze and transform them into a clear set of requirements and expectations for the candidate.
Forming an order and creating a search map:
The client must promptly receive clear feedback, formed in the form of an order. It must contain a detailed description of the purpose of our search, the working conditions in which the applicant will have to work, the search methods and its terms, and the fee.
This is an effective way to avoid misunderstandings at the first steps, before the work on searching and selecting candidates has begun. If necessary, the application will be adjusted by the client, the description of the position will become even clearer. If the employer confirms the application, then we have correctly identified his needs, understood what kind of employee he needs. We can get down to business.
Start this "case" by turning it into a folder with a set of documents. One order - one folder. It will contain all the information that is related to this case. By collecting all the materials in one place, we simplify the organization of our work.
In order for all things to go in a conveyor order, it is worth working according to a strictly defined template. Of course, depending on individual nuances, the plan can be adjusted, but it simply needs a system and a clear order of actions. Otherwise, all things will be done with minor deviations each time, our work will be random and inconsistent, which means it will be below the level we are striving for.
By using a folder for each individual case, you can work at an empty desk without unnecessary distractions.
Create a recruitment plan or, to put it simply, a plan of your actions - there will also be a place for it in your case file.
Planning for the selection of specialists
A recruitment plan is all the steps you will take to fill a vacancy. Don't forget to include a timeline for your actions. In this plan, answer the following questions:
What to do?
When to do?
Who will do it?
Selection of candidates
There is not much left to be done for success: find candidates who meet the requirements and who are willing to work under the proposed conditions. Successful search for such people determines a large part of our success as a recruiter.
There are a number of ways to find candidates, you shouldn't limit yourself to one or two. Here are the following search methods:
Publication of vacancies on job sites/Internet resources and in newspapers;
Search the database of existing candidates;
Search by recommendations;
Direct phone prospecting/cold calling at random;
Mailing list;
Contacting candidates who have rejected previous offers;
Visiting specialized exhibitions and job fairs;
Recruitment among graduates of educational institutions;
Appeals to individuals dismissed from the staff of competing firms.
Use of professional communities, social networks.
To select the first candidates, you need to be guided by the work tasks that need to be solved. Make a selection of requirements that the applicant must meet, and filter out the unsuitable ones according to this selection. Invite the rest to an interview.
Methods of searching for candidates
The interview should be structured. Ask the same questions to all interviewees for one position. This will ensure that you do not miss anything in each interview. Also record your interview. It will be convenient to use a voice recorder. Later, you will be able to reread or listen to the recordings if something was missed.
When selecting a candidate, we need to be informed enough to be able to correctly assess their competence. Therefore, it is extremely important to prepare for the first interviews in advance and have an understanding of the work tasks that the applicant will face. A superficial attitude to professional functionality can play a cruel joke on the recruiter, he will bring incompetent candidates to the client, which is unlikely to have a positive effect on the reputation of the recruiting agent. Take the time to study the area for which you are looking for an employee. Ask the candidate to tell about his profession in simple terms during the interview.
Correctly assess the interviewee's personal qualities. Let him do most of the talking. Be careful with words and motivation. Be unbiased, check references and feedback from previous employers about the applicant.
